MAN 3301 EXAM 2 STUDY GUIDE QUESTIONS ANSWERED CORRECTLY LATEST UPDATE 2026

MAN 3301 EXAM 2 STUDY GUIDE QUESTIONS ANSWERED CORRECTLY LATEST UPDATE 2026 What is the formal definition of Personnel Selection? - Answers It is the process through which organizations make decisions about who will or will not be invited to join the organization. Where does the selection process begin and end? - Answers It begins with the candidates identified through recruitment and ends with the selected individuals being placed in jobs. What are the five typical steps in the selection process? - Answers 1. Screening applications and résumés. 2. Testing and reviewing work samples. 3. Interviewing candidates. 4. Checking references and background. 5. Making a selection. What is an Applicant-Tracking System (ATS)? - Answers A software application that automates the selection process by receiving data from electronic résumés, matching it against selection criteria, and ranking applicants What are "Hidden Workers"? - Answers A group of over 27 million people in the U.S. (veterans, immigrants, those with disabilities) who are often screened out by automated algorithms for reasons unrelated to their ability to work. How should an organization decide which selection steps to use? - Answers The organization should create a process that supports the job descriptions, specifically identifying people who have the necessary KSAOs (knowledge, skills, abilities, and other characteristics) What five standards are used to measure the effectiveness of selection tools? - Answers Reliability, validity, ability to generalize, utility, and legal standards. What is Reliability? - Answers The extent to which a type of measurement is free from random error, generating consistent results over time. How is reliability statistically measured? - Answers Using correlation coefficients, where a higher degree (closer to 1.0) signifies a stronger relationship and a more reliable test. What is Validity? - Answers The extent to which performance on a measure (such as a test score) is related to what the measure is designed to assess, such as actual job performance. Define Criterion-Related Validity. - Answers A measure of validity based on showing a substantial correlation between test scores and actual job performance scores. Predictive Validation: - Answers Testing all applicants and then measuring the performance of those hired after a set period; it is the best measure of validity. Concurrent Validation: - Answers Administering a test to people who currently hold the job and comparing their scores to existing performance measures. What is Content Validity? - Answers Consistency between the test items or problems and the kinds of situations or problems that actually occur on the job. What is Construct Validity? - Answers Establishing that a test actually measures an abstract quality (a "construct" like intelligence or leadership) and showing that this quality is required for job success. What does it mean for a method to be Generalizable? - Answers A generalizable method is valid in contexts other than the one in which it was originally developed (e.g., applies to different organizations or different jobs). What is Utility? - Answers The practical value or economic value of a selection method; specifically, whether the benefits of using it are greater than the cost. How does the Civil Rights Act of 1991 affect selection testing? - Answers It prohibits preferential treatment in favor of minority groups, specifically forbidding the adjustment of scores (such as race norming) to favor any group. What is "Banding" in selection? - Answers A practice that treats a range of similar scores as "tied" and gives preference to underrepresented groups within that specific range. What does the Immigration Reform and Control Act of 1986 require? - Answers Employers must verify that anyone they hire is eligible for employment in the U.S. by having them complete Form I-9 and present identity documents. What is E-Verify? - Answers A federal electronic system that compares Form I-9 information against government databases to notify an employer of a candidate's eligibility to work. How does the Americans with Disabilities Act (ADA) affect pre-employment questions? - Answers Interviewer questions must focus on job performance, not investigate disabilities; for example, one can ask if a candidate can meet attendance requirements but not how many sick days they took last year. What is required by the Fair Credit Reporting Act regarding background checks? - Answers Employers must obtain consent before using a third party to check credit history and must provide the applicant with a copy of the report and a summary of rights if adverse action (like not hiring) is taken. Why are Application Forms commonly used? - Answers They are a low-cost, standardized way to gather basic data like contact info, work experience, and education. What is a major drawback of using Resumes as a selection source? - Answers The applicant controls the content and presentation, which makes the information biased and potentially inaccurate. What are the two legal risks when providing or checking References? - Answers Defamation and Misrepresentation Defamation: - Answers Damaging an applicant's reputation with unprovable negative statements. Misrepresentation: - Answers Giving a glowing reference for a dangerous candidate who later commits misconduct at the new job. What is the purpose of a Background Check? - Answers To verify that applicants are who they represent themselves to be (e.g., verifying education or conducting criminal checks). Aptitude Tests: - Answers Assess how well a person can learn or acquire skills and abilities (e.g., GATB). Achievement Tests: - Answers Measure a person's existing knowledge and skills (e.g., a keyboarding test). What are Cognitive Ability Tests? - Answers Tests designed to measure mental abilities such as verbal, quantitative, and reasoning skills; they are highly valid for complex jobs. What is an In-Basket Test? - Answers A job performance test that measures a candidate's ability to juggle demands (memos, phone calls) similar to those in a manager's job. What is an Assessment Center? - Answers A selection program that uses multiple methods (e.g., in-basket tests, personality tests) to rate applicants on their management potential. What are the "Big Five" Personality Dimensions? - Answers 1. Inquisitiveness. 2. Conscientiousness. 3. Extroversion. 4. Agreeableness. 5. Adjustment. Which personality trait is the best predictor of job performance? - Answers Conscientiousness (being dependable, organized, and achievement-oriented). Are Polygraphs legal for job screening? - Answers No, the Polygraph Act of 1988 banned their use for most job candidates; employers now use paper-and-pencil honesty tests. Nondirective Interviews: - Answers Unstructured; the interviewer has discretion in questions, leading to low reliability. Structured Interviews: - Answers Uses a predetermined set of questions for all candidates. Situational Interviews: - Answers A structured interview where the candidate describes how they would handle a hypothetical situation. What is a Behavioral Interview? - Answers A structured interview where the candidate is asked to describe how they actually handled a situation in the past. What is a Panel Interview? - Answers An interview where several members of the organization meet to interview each candidate simultaneously, which helps reduce individual bias. What is the Multiple-Hurdle Model? - Answers A process where candidates must pass each stage ("hurdle") to move to the next; failing any stage results in elimination. What is the Compensatory Model? - Answers A process where all candidates take all tests, and a high score in one area can make up for a low score in another. When is a Medical Examination legally permissible? - Answers To avoid discrimination, medical exams may only be given after a job offer has been made and must be job-related. When is a Cognitive Ability test most valid? - Answers While cognitive tests are generalizable, their validity increases as the job becomes more complex. What are Impermissible questions? - Answers Asking for a maiden name, ancestry, when they attended high school (to find age), or what religious holidays they observe. What are Permissible questions? - Answers Asking if they can meet the work schedule, if they are fluent in a language needed for the job, or if they have been convicted of a crime (but usually not arrested). What is the "Ban-the-Box" movement? - Answers Laws in about half of the states that forbid employers from asking about arrest and conviction records on initial applications to prevent disregarding qualified workers before they can prove their worth. What is the definition of Training? - Answers Training consists of an organization's planned efforts to help employees acquire job-related knowledge, skills, abilities, and behaviors, with the goal of applying these on the job. What is Instructional Design? - Answers It is a process of systematically developing training to meet specified needs. What are the five stages of Instructional Design (ADDIE)? - Answers 1. Assess needs for training. 2. Ensure readiness for training. 3. Plan training program (objectives, instructors, and methods). 4. Implement program (applying principles of learning). 5. Evaluate results. What is a Learning Management System (LMS)? - Answers An online application that automates the administration, development, and delivery of a company's training programs. What is a Needs Assessment? - Answers The process of evaluating the organization, individual employees, and employees' tasks to determine what kinds of training, if any, are necessary. What three broad areas does a needs assessment answer? - Answers Organization: What is the context in which training will occur? Person: Who needs training? Task: What subjects should the training cover? What is an Organization Analysis? - Answers A process for determining the appropriateness of training by evaluating the organization's strategy, resources available, and management's support. What is a Person Analysis? - Answers A process for determining individuals' needs and readiness for training. It specifically asks if performance deficiencies result from a lack of knowledge, skill, or ability (which training can fix) rather than problems with motivation or work design. What is a Task Analysis? - Answers The process of identifying the tasks, knowledge, skills, and behaviors that training should emphasize. How do analysts determine which tasks require training? - Answers They prioritize tasks that are important, frequent, and at least moderately difficult. What is Readiness for Training? - Answers A combination of employee characteristics and a positive work environment that permits training; it exists when employees are able and eager to learn and the organization encourages it. What employee characteristics are necessary for readiness? - Answers Cognitive Ability and Motivation to Learn Cognitive Ability: - Answers Basic skills like math, language, and logic. Motivation to Learn: - Answers The intense desire to learn the content of the training program. What should training objectives include? - Answers Objectives should state what the employee is expected to do, the acceptable quality level, and the conditions under which the employee applies the learning. They must also include measurable performance standards. What is a Request for Proposal (RFP)? - Answers A document sent to several vendors outlining the type of service needed, references required, number of employees to be trained, and the completion date. What are the three broad categories of training methods? - Answers Presentation methods, Hands-on methods, and Group-building methods Presentation Methods: - Answers Trainees receive information provided by others (e.g., lectures, podcasts). Hands-on Methods: - Answers Trainees are actively involved in trying out skills (e.g., OJT, simulations). Group-building Methods: - Answers Trainees share ideas and build group identities (e.g., team training, action learning). Define E-learning. - Answers Receiving training via the internet or intranet, typically through a combination of web-based modules, distance learning, and virtual classrooms. What is an Electronic Performance Support System (EPSS)? - Answers Computer applications that provide access to skills training, information, and expert advice when a problem occurs on the job. What is On-the-Job Training (OJT)? - Answers Methods in which a person with job experience and skill guides trainees in practicing skills at the workplace. Apprenticeship: - Answers A work-study method for skilled trades (e.g., plumbing) combining structured OJT and classroom training. Internship: - Answers On-the-job learning sponsored by an educational institution to gain experience in a professional field. What is a Simulation? - Answers A method that represents a real-life situation, allowing trainees to see the impact of their decisions in a risk-free environment. What is Behavior Modeling? - Answers One of the most effective ways to teach interpersonal skills; it involves observing others demonstrate behaviors and then practicing those behaviors. What are Experiential Programs? - Answers Training where participants learn concepts and then apply them by simulating behaviors and analyzing the activity (e.g., adventure learning like rafting or climbing). Cross-training: - Answers Team members understand and practice each other's skills to step in for one another. Coordination Training: - Answers Training a team in how to share information and decisions for best performance. What is Action Learning? - Answers Training where teams work on an actual business problem, commit to an action plan, and are accountable for carrying it out. What is Transfer of Training? - Answers The on-the-job use of knowledge, skills, and behaviors learned in training. What three conditions are necessary for Transfer of Training? - Answers 1. Social Support: Encouragement from managers and peers. 2. Technical Support: Resources like EPSS or knowledge management systems. 3. Self-management: Training that prepares employees to set goals and monitor their own use of new skills. What are Communities of Practice? - Answers Groups of employees who work together, learn from each other, and develop a common understanding of how to get work accomplished. What is Return on Investment (ROI)? - Answers The monetary benefits of the training compared to the amount invested, expressed as a percentage. Orientation: - Answers Training to prepare employees to perform their jobs, learn about the organization, and establish relationships. Onboarding: - Answers A conscious, ongoing attempt to get new employees to connect and identify with their employer and culture. What is Diversity Training? - Answers Training designed to change employee attitudes about diversity and/or develop skills needed to work with a diverse workforce. It is most effective when part of management's long-term commitment to a supportive culture. When is training not the best solution for a performance problem? - Answers Training is only appropriate if the performance deficiency results from a lack of knowledge, skill, or ability; if the problem is caused by low motivation, poor work design, or lack of resources, training will not solve it. In a Person Analysis, what variables besides KSAOs influence performance? - Answers Performance is influenced by the person's ability/skills, attitudes/motivation, the organization's input (resources/clear directions), performance feedback, and positive consequences/rewards. What specific factors influence an employee's "Motivation to Learn"? - Answers Employees are more motivated when they believe they are able to learn, see potential benefits, recognize a need to learn, and see a fit between the training and their career goals. Situational Constraints: - Answers Limits on training effectiveness due to internal conditions like lack of money, time, or proper tools. Social Support: - Answers The ways managers and peers encourage training through praise, sharing information, and positive attitudes. What are the three specific components of an effective training objective? - Answers 1. A statement of what the employee is expected to do. 2. The acceptable quality level of performance.